Employees’ innovativeness through learning from senior leaders : the contribution of supervisors, coaches and mentors at different levels of task uncertainty | |
| Author | Ei Ei Phyo |
| Call Number | AIT RSPR no.SM-20- |
| Subject(s) | Employees--Coaching of. Knowledge management |
| Note | A research submitted in partial fulfillment of the requirements for the degree of Master of Business Administration |
| Publisher | Asian Institute of Technology |
| Abstract | Purpose _ The purpose of this research study is to observe which methods of an internal source of knowledge learning are effective to produce the innovative work output (IWO) of employees and how the contribution of senior leaders as a role of supervisors, coaches and mentors can impact to foster the IWO of employees when they encounter the different levels of task uncertainty. Methodology _ The quantitative methodology was applied and data collection was conducted via an online survey at a different time interval. A total of 164 respondents including 123 subordinates and 41 mangers from 17 different knowledge-intensive firms in Myanmar. Hierarchical linear modeling method was applied for data analysis. Findings _ The three methods of internal source of learning (learning from supervisors, coaches, and mentors) were emphasized on this study among seven common methods of an internal source of knowledge learning (learning from supervisors, coaches, mentors, after-action review, peers, databases, and training). As a result, the learning from mentors makes inverse proportion to the IWO of subordinates compared to learning from supervisors and coaches. However, when the employees face high task uncertainty as a moderating factor, learning from mentors support subordinates to enhance their IWO. Contrarily, learning from supervisors make subordinates to weaken their IWO when they handle the high task uncertainty whereas learning from coaches make subordinates more creativity when they face high/low task uncertainty. Implications _ The results of this research suggest that learning from mentors is not effective directly to produce the innovativeness of subordinates. However, it may have an impact on subordinate’s IWO for long-terms whereas learning from supervisors makes lessens the creativity or innovativeness of employees when they confront high task uncertainty. Learning from coaches makes steeper the IWO of individuals when they face high task uncertainty. Thus, the knowledge-intensive firms in Myanmar should have coaching programs to sustain the IWO of their employees within the firm. |
| Year | 2020 |
| Type | Research Study Project Report (RSPR) |
| School | School of Management |
| Department | Other Field of Studies (No Department) |
| Academic Program/FoS | Master of Business Administration (MBA) (Publication code=SM) |
| Chairperson(s) | Badir, Yuosre F. M.; |
| Examination Committee(s) | Vimolwan Yukongdi;Ransom, Lakeesha K.; |
| Scholarship Donor(s) | Asian Institute of Technology Fellowship; |
| Degree | Research Studies Project Report (M.BA.) - Asian Institute of Technology, 2020 |